SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 761:

  An international nonprofit organization that helps local communities access cutting-edge conservation science to protect natural resources is hiring a new executive director . Each applicant for the position must go through an assessment center and an interview conducted by two board members and the CEO. The chairman of the board finalizes the selection process after a meeting where all applicants are assessed, and an agreement is reached.

  An external candidate with extensive experience in "go green" advocacy is selected for the role. The newly hired executive director informs the board that he is concerned about the vulnerable nature of the company's software structure. He advises that the software systems be upgraded. He states that the upgrade will render 60% of the jobs in IT obsolete which will result in significant cost savings for the organization. The board approves the newly hired director's proposal and the IT manager is instructed to draw up a request for proposal to IT software vendors while the HR manager is instructed to finalize on the employees that are to be laid off. The HR manager is not certain that the layoff is a good idea and decides to have a meeting with the executive director to discuss the intended changes. The executive director fails to attend the scheduled meeting and does not show up at work altogether. The HR manager endeavors to contact the executive director but receives no response. After 2 weeks of no communication and not coming to work, the Board decides to terminate the executive director's employment, and the HR manager sends a letter of

  termination of employment to his home address and personal email address. The board of directors determine the software structure should not be changed and cancels the layoff plan. The HR manager has been promoted to a leadership position at the organization's headquarters. What would be the best first step in establishing herself in her new position?

  A. Evaluate the organization's structure, policies, projects and administrative hierarchy.
  B. Observe how members of leadership behave when faced with decisions and changes.
  C. Focus on achieving the assigned job tasks of the position before learning about the organization.
  D. Encourage a favorable work-condition proposal that appeals to most HR staff and employees.
  B. Observe how members of leadership behave when faced with decisions and changes.

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  One of the first priorities in a leadership role is to get to know the team members and observe how members interact and behave when faced with changes and decision-making responsibilities.

• Question 762:

  A small organization has recently doubled the size of its workforce to 150 employees. The HR director has received approval to purchase an HRIS to help deal with the increase in reporting requirements. There is an IT expert in-house. What is the best course of action for this HR director in regard to the purchase and implementation of the HRIS?

  A. Purchase a robust HRIS software package that allows specific information
  B. Customize an off-the-shelf HRIS software package.
  C. Customize an off-the-shelf HRIS software package.
  D. Purchase the HRIS software package after benchmarking with a consultant
  B. Customize an off-the-shelf HRIS software package.

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  Customize an off-the-shelf HRIS software package. Smaller organizations need only the basic information typically associated with employee status and payroll records. Purchasing a relatively inexpensive off-the-shelf software package can provide what is needed for effective HR applications that are easy to install and use.

• Question 763:

  An ecommerce giant has a strategic directive to implement the use of drones for its delivery purposes. This will enable the corporation to deliver goods within 8 hours in a 20-mile radius. The downside is the company will have to layoff 33% of its 20, 000 delivery van drivers. An accurate cost and benefit analysis of the proposed layoff will include?

  A. Costs of reduced employee engagement and morale; benefit of the accuracy of drone delivery
  B. Costs of recruiting drone technology experts; benefits of wage and benefit savings
  C. Costs of compliance with WARN Act requirements; benefits from implementation of corporate strategy of increased automation of operational services
  D. Costs of unemployment insurance and outplacement services; benefits of reduction in overhead costs
  D. Costs of unemployment insurance and outplacement services; benefits of reduction in overhead costs

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  Note that the question requires a focus on cost-benefit analysis of the proposed layoff, not of the drone delivery. Therefore the only option that focuses squarely on pros and cons of a layoff is D. Overhead costs include payroll, and benefits.

• Question 764:

  A large hospital in the city acquires a smaller hospital, resulting in a total employee count of 1,200. As a result of the purchase, the accounts receivable unit of the small hospital, which has only six employees, is handling all outstanding patient accounts. During a workforce planning session, the HR director questions the accounts receivable manager about staffing requests for the following year. The manager informs the HR director that the department is adequately staffed and will not need more employees. Later the HR director learns that the manager has confided in other managers that he hopes to be promoted to by saving the hospital money from not hiring additional employees.

  Three accounts receivable employees terminate their employment abruptly. When cleaning out the desks of these employees, the accounts receivable manager finds over 100 accounts that have not been processed; monies are still outstanding on these overdue accounts. The manager distributes these overdue invoices to the other three remaining employees and tells them not to mention this to the senior manager. These employees come to the HR director in confidence to complain about the additional work, and they confide that they were instructed not to tell the senior manager about the incomplete work.

  What should the HR director do about the accounts receivables that have not been processed?

  A. Allow the accounts receivable manager to handle the processes and procedures of the department.
  B. Engage co-sourcing services to ensure the account receivables are processed and the monies are received from the overdue accounts
  C. Inform the senior manager of the unprocessed accounts receivables with details of the its negative impact on the hospital's financials.
  D. Investigate, document, and respond to the reports by discussing with the senior manager and the accounts receivable manager.
  D. Investigate, document, and respond to the reports by discussing with the senior manager and the accounts receivable manager.

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  The HR director must first investigate to ensure that the complaints are true. After this is done, the HR Director can follow up by documenting and discussing the problem with the senior manager and the accounts receivable manager to get clarification on the reasons for the behavior. Co-sourcing is a partnership between a company and an outside vendor. A company chooses the vendor, which works with and often alongside, but doesn't replace the existing staff based on specific skills needed to get the job done.

• Question 765:

  The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.

  What should the HR director do in order to decrease the likelihood of candidates not selected for the job becoming upset and leaving the company?

  A. Develop a career path and development plan for all candidates to ensure they have a reason to stay.
  B. Suggest that the board of directors provide raises for all candidates regardless of whether they get the position.
  C. Meet with each candidate periodically to ensure they understand and are satisfied with the steps in the selection process.
  D. Suggest that the board of directors restructure the organization in such a way that all candidates will get a new position.
  A. Develop a career path and development plan for all candidates to ensure they have a reason to stay.

• Question 766:

  What is the primary advantage of developing a career management program?

  A. It specifies employee skill and engagement levels as a basis for organizational productivity.
  B. It increases employee skill level through blended learning and action learning
  C. It applies the ADDIE model to cascade corporate strategy to business unit objectives.
  D. It ensures that the company will have the skilled employees it needs in the future.
  D. It ensures that the company will have the skilled employees it needs in the future.

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  Career management involves preparing, implementing, and monitoring employees' career paths, with a primary focus on the goals of the organization. Career management focuses on the organization while career planning is the responsibility of the employee. The organization provides development opportunities that align with its interests

• Question 767:

  A small, family-owned transportation business is experiencing financial difficulties. Last year's revenue was much lower than expected, so the business is beginning to reduce its expenses. The business usually leases specialized equipment for all employees to make complicated transports more efficient, and these make up about a quarter of each employee's transports. This year, only half of the employees will have access to this equipment. The couple that owns the business has several relatives working for the business, all of whom are given access to the specialized equipment. Other employees at the business have made anonymous complaints to the business's HR manager about this situation. They are concerned the lack of access to equipment will negatively affect their performance ratings. Supervisors make these ratings on several performance dimensions, including speed and quality of the transports as well as customer service. The ratings inform promotions and pay raises. Employees are also spreading rumors that the business will begin laying off employees soon and the relatives of the owners will be protected from losing their jobs. All these issues are leading to low employee engagement and morale. The HR manager, who is not related to the owners, needs to address the issues.

  Which action should the HR manager take to increase employee engagement and morale?

  A. Ask the owners to create a monthly newsletter to share updates on company performance and operations.
  B. Lead a quarterly question-and-answer session with supervisors and employees.
  C. Hold contests that reward groups of employees who complete the most transports.
  D. Host optional monthly social events for employees outside of work hours.
  B. Lead a quarterly question-and-answer session with supervisors and employees.

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  Holding regular QandA sessions gives employees a direct forum to voice concerns, receive transparent information, and engage with supervisors - building trust and improving morale more effectively than one- way communications or social events.

• Question 768:

  The HR and IT directors are considering how to align their functions with a new organizational strategy aimed at achieving greater customer confidence. What would be the most logical area for collaboration?

  A. Creating an information architecture to make customer data more available
  B. Reviewing legal compliance implications of data privacy regulations
  C. Developing customer-focused job descriptions, training, and performance metrics
  D. Developing appropriate pay grades for customer service representatives
  C. Developing customer-focused job descriptions, training, and performance metrics

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  IT can provide detailed information about changes in processes that HR can use to revise job descriptions and align them with performance appraisal systems. HR and IT can also identify performance gaps that can be closed by providing additional training. Note that HR can review and revise pay grades without input from IT.

• Question 769:

  A HR manager has accepted an offer of employment at a non-profit organization but realizes he needs to understand better its informal characteristics. What should the HR manager focus on?

  A. Vision, values statement on the organization's website
  B. Reporting relationships in the organization, chain of command, and hierarchy
  C. Kinds of business and work systems the organization has made in the past
  D. Who employees interact with and the nature of their interactions
  D. Who employees interact with and the nature of their interactions

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  Informal characteristics refer to the relationships and interactions between people in the organization based on personal attitudes, emotions, prejudices, likes, dislikes, etc.

• Question 770:

  Which of the following is most impactful financially on employees that lost their jobs due to a restructuring exercise in the banking sector?

  A. Worker Adjustment and Retraining Notification (WARN) Act notices
  B. State unemployment agencies
  C. Outplacement services
  D. State training centers
  B. State unemployment agencies

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  The Federal-State Unemployment Insurance Program provides unemployment benefits to eligible workers who are unemployed through no fault of their own, and meet other eligibility requirements of State law. Unemployment insurance payments (benefits) are intended to provide temporary financial assistance to unemployed workers who meet the requirements of State law. Each State administers a separate unemployment insurance program within guidelines established by Federal law.